Misconduct in the Workplace and Unemployment Benefits: A Human Resource Manager's Guide

Sandra J. Perry

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DOI: 10.2190/VVAP-NB29-LC17-XPHF

Abstract

Business can decrease unemployment taxation by defeating claims involving employee misconduct. The misconduct required to defeat an unemployment compensation claim is greater than misconduct sufficient for discharge. The human resource manager is in a unique position to lessen the business' unemployment taxation by understanding this distinction and planning accordingly. The history and purposes of unemployment compensation are reviewed, followed by cases in the four most common areas of misconduct: violation of work rules, insubordination, drug and alcohol use, and absenteeism and tardiness. Recommendations for human resource managers conclude the article.

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